BUS 302 CHAPTERS 12 & 13 QUIZ

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The purposeful steps taken by an organization to create employment opportunities for minorities and women is called ____.

The term ____ refers to the degree to which someone is cooperative, polite, flexible, forgiving, good natured, tolerant, and trusting.

When Suzanne Pogell wanted to learn to sail, she could not find anyone to teach her because men were the ones who sailed, and women were their crew. After mastering sailing, Suzanne started an all-woman sailing school called Womanship as a sole proprietorship. By creating her own business, Suzanne overcame problems associated with ____ while creating a different version of the same problem.

Which of the following might account for the disparities between the percentages of African, Hispanic, and Asian Americans among the general population and their smaller representation in management positions?

With surface-level diversity, differences are immediately observable, easy to measure, and ____.

The two basic types of diversity training programs are ____.

The primary benefit of the ____ paradigm is that it generally brings about fairer treatment of employees and increases demographic diversity.

To make sure that people of all racial and ethnic backgrounds have the same opportunities, companies should ____.

When AT&T hired a female as its president, it was evidence that AT&T does not have a(n) ____ to prevent women from rising to leadership positions.

A(n) ____ is a formal assessment that measures employee and management attitudes, investigates the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and reviews companies' diversity-related policies and procedures.

Which of the following is a paradigm for managing diversity?

In a recent meeting, San Mateo County Supervisors voted unanimously to conduct a(n) ____, which would provide an accounting of how well the makeup of local boards and commissions reflects the racial, gender, cultural, geographic, and ethnic diversity of the county.

Which of the following is NOT one of the Big Five personality dimensions?

The fastest-growing population group in the United States is ____.

In order to ensure that women have the same opportunities for development and advancement as men, companies should ____.

According to Don Vlcek, a former Domino's Pizza vice president, "To achieve results, you've got to properly define the goal—and that's not always easy. Vague goals are worthless. But 'increase productivity by 12 percent within three weeks'—that is a clear, useful goal.” Vlcek is discussing ____.

In equity theory, ____ refers to the fairness of the process used to make reward allocation decisions.

Extrinsic rewards are ____.

The two parts of reinforcement are ____.

According to management expert Bill Roche, results from goal setting can virtually be guaranteed, but only if "you have first won the hearts and minds of your workers. When they are on board with the goal—they agree that it is important and can be done—you really will get dramatic improvement." Roche is describing ____.

Managers who use goal-setting theory to motivate employees should ____.

____ says that people will be motivated to the extent to which they accept specific, challenging goals and receive feedback that indicates their progress toward goal achievement.

Which of the following is an example of an extrinsic reward?

Which of the following is an example of an intrinsic reward?

Asa and Ruby both sell insurance. Asa is married, has three children, and a new house. Ruby is single and has recently purchased a new Lexus. According to some industrial psychologists ____.

According to some industrial psychologists, ____ is a function of motivation times ability times situational constraints.

____ is the process of changing behavior by changing the consequences that follow behavior.

Reinforcement theory says behavior is a function of ____.

____ is a reinforcement strategy which weakens a behavior over time because the behavior has no consequences, positive or negative.

____ is the perceived degree to which outcomes and rewards are fairly distributed or allocated.

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